Learn how to use rewards and profit-sharing
schemes in business to motivate employees to function better and
produce results in the performance of their duties.Balanced Scorecard Toolkit by AKS-Labs :: Managing Human
Resource Lifecycle

In you are professional talent manager then, you will find useful the metrics from our
commercial library. The following Balanced Scorecard metrics for HR
available:

Every business practices a kind of motivation
scheme or program in order to motivate employees. Motivated employees
produce excellent job results and help the company create a
masterpiece, or achieve business target with flying colors. In fact,
motivated employees need less supervision and usually go the extra mile
just to get things done because of an expectation of a reward after a
job has been accomplished. This is more of a classical conditioning
pattern where subjects may respond positively or negatively to verbal
or visual cues depending on the result associated with such cues.

Making a reward system is easy; but making it
become effective, to look fair to everybody, and inviting as well, is
difficult. Below are just some of the simple rules to follow to making
your reward system work for you and become an instant success for your
entire organization.

Make It Clear. Participants should be made aware
of the established rules and action plans associated with your reward
system. This means that your subordinates should understand that only
people who display exceptional performance and outstanding personal
best principle should be given proper recognition. Those who meet all
the standards set by the committee who handles the reward system are
acknowledged in time.

Creating a Culture of Excellence and Supportive
Environment. While we cannot deny the fact that not everybody can
become number 1 and that there will always be number 2, you can change
the tide of performance criteria to match those of other employees that
usually do not excel in certain areas. Variation to your standard
reward system should come along with the flexibility of the program
itself. At this point, it is very important to note that everything
should be laid out in the rules you have created and should allow any
motivation, as deemed necessary by the author/s.

Be Creative. Although money seems to be the least
tedious reward for employees who exceed the company’s expectations, the
system can be modified in a way that gaining such reward can become
varied and quite challenging if in case money cannot be avoided. On the
other hand, rewards as big as vacations on cruises for two, or as
simple as movie ticket treats will also be enjoyable if you know how to
play with the system, and modify it in a way that is exciting and
appealing to the shared culture of the group or organization.

Personalize Reward. The old adage has it; “money
can’t buy everything” is always true. Money can be a prime motivator,
but if used in a daily basis and shared indiscriminately, it can then
become an expectation more than a reward. Sharing a few moments with
your employees can sometimes prove to be a top motivating factor even
when monetary rewards are absent. Your involvement may communicate that
you care about what they do and you are directly concerned with the
result of the actions that they may do in the future. By giving
personal touches to conferring intangible and tangible rewards, one
will be able to explore profit sharing strategies that would help
motivate employees and come up with various reward system that your
organization will surely enjoy.